1. What is “Equitable Hiring”
Wendi Bowen Eure, Program Coordinator
NC Department of Commerce
Division of Workforce Solutions

2. Truth in Numbers 24,824 were released in 2017
Over 134,000 under NC Dept. of Public Safety supervision (April 2018)
Additional in Federal Prisons, Local Jails, OR not under any supervision
About 95% will be released at some point
24,824 were released in 2017
1 in 3 Working age adults have a record of arrest and/or conviction
HUGE impact on economic development
Those who are employed are 3 times less likely to return to prison

3. Cost Vs. Savings
Average Cost of Incarceration = $96.58/Day OR $35,252/Year
Employed Individual Making Minimum Wage:
$7.25 at 40 hours/week = $290.00/wk, $15,080/yr
10% Federal Tax Revenue = $1,508
5.499% State Tax Revenue = $829.25
Employed =
+$2,337.25
Incarcerated =
-$35,252

4. Cost Vs. Savings “Equitable Hiring” =
24,824 Individuals released in 2017
“Equitable Hiring” =
24,824 Individuals
Employed =
+ $58 Million
24,824 Individuals
Incarcerated =
- $875 Million
Less Crime
Less Victims
More State & Federal Tax Revenue
Less Government Assistance

5. What do Incarcerated Individuals do all Day?

6. Prison Programs Vocational Training Includes: Culinary Arts Technology
Food Service
Construction
Business Admin.
Horticulture
Masonry
Basic/ Advanced wiring
Welding
Basic/Advanced computer
Electronics
Commercial Cleaning
HVAC
Upholstery
Dog Training

7. Correction Enterprises
(NC DPS)
2,470 Incarcerated individuals working in 32 separate revenue producing operations
No money is appropriated by the General Assembly for the operation of Correction Enterprises
$95.7 Million in sales in 2016
Top 2 industries were FOOD (31%) and sewing (17%)
93% of sales were to state agencies
97-100% customer satisfaction
Participants are Lean Certified
Receive OSHA Training
Products are available to all state employees
The Correction Enterprises Story
Caledonia Correctional Institute Honey Bees

8. Work Release (NC DPS)
The Work Release Program provides selected incarcerated individuals opportunity for employment in the community during imprisonment.
Criteria for Participation:
Factors such as the sentence received, the statute under which sentenced and the individual’s record of behavior.
Must be in the final stage of imprisonment
Carefully screened for participation by prison managers.
Program Operation:
Available at the majority of minimum security prisons.
Participants leave the prison each day to work and return to the prison when their work is finished.
Participants must earn at least minimum wage.
The job plan and job site must be reviewed and approved by prison managers.
Participants must work in a supervised setting and cannot work for family members or operate their own businesses.
The work release employer must receive an orientation from Prison staff and agree to the rules of the program.
The employer must have Worker's Compensation insurance.
Prospective employers interested in work release should contact the minimum-security prison nearest their location.

9. What is Federal Bonding?
FREE insurance for employers who hire “at risk” individuals which reimburses employers for any loss due to employee theft of money or property with no deductible.
The bond provides $5,000 to $25,000 in coverage.
Covers the first six (6) months of employment beginning with the first day of work (the start date)
Insurance protects employers against employee
Theft
Forgery
Larceny
Stealing
Embezzlement
Who Quailifies? Businesses who hire any “At Risk” Individuals, including those with:
Poor credit history
History of arrest, conviction, or imprisonment
History of substance abuse
Lack of employment history
Dishonorable discharge form the military
Those seeking a promotion and the promotion requires a bond
Any job, Any age (Legal working age) employee, Any employer
Limitations/Requirements
Does NOT cover self-employed individuals (no 1099 employees)
Must be an employer – employee relationship
Employers must deduct all required federal/state taxes and provide worker’s compensation coverage
Over a 99% success rate (<1% of bonds result in a claim filed)

10. How to you Apply?
The employer/business contacts their local Workforce Center, Regional Reentry Specialist, OR the Federal Bonding Coordinator.
Staff will need the following information:
The business name
Business address
Business contact person
You may be asked for your Federal ID# or EIN if you do not already have an NCWorks Account
Bondee’s first and last name
Bondee’s Social Security number (SS#’s cannot be sent via or Fax)
And the start date/effective date of bond (their first day of work)
Staff completes the Federal Bond Certification Form and submits it to the Bonding Coordinator
You then receive a welcome packet from Union Insurance Group within a couple weeks
For more information and to listen to a Federal Bonding Podcast visit:

11. Work Opportunity Tax Credit
A Federal Tax Credit for employers who hire individuals in Certain Target Groups
Reduces the federal tax liability of private-for-profit employers
Target Groups and Amounts:

12. NC Business Savings with Ex-Felon Category
Fiscal Year
Certified 2,168
EX-Felon Applications
Max Credit $2,400
Total Savings = $5.2 Million
The Ex-Felon category only represents about 3.5% of the total Certified Tax Credits
To qualify for this category, the individual must have a felony conviction or release from prison within the past 12 months prior to hire
Employees must work at least 400 hours to qualify for the maximum amount of $2,400 (based on 40% of first year’s wages)
Employees who work between 120 and 399 hours can qualify for a partial tax credit up to $1,500 (based on 25% of first year’s wages)

13. For More Information or Questions:
How Does it Work?
Step 1: Complete IRS Form 8850 “Pre-Screening Notification and Certification Request”
Step 2: Complete ETA Form 9061 “Individual Characteristics Form”
Step 3: Register as a user and electronically submit the request to NC Division of Workforce Solutions within 28 days of the new employee start date. Note: Hard copies of Form 8850 and ETA Form 9061 are retained by employers for their records.
Step 4: Receive electronic determination of eligibility, denial with explanation, or request for additional information.
Step 5: After receiving a certification, employers may file for the tax credit with the IRS.
Tax credits can be claimed on once per employee, but there is no limit on the number of qualifies employees the company can hire
For More Information or Questions:
Freeman Denton | WOTC Program Coordinator |

14. For More Information or Questions:
100-Day No Fault Guarantee
Selecting the right person for a job can be a challenge.
If you need to terminate a new employee, your unemployment insurance taxes may not be affected.
Applicable only if the employee is terminated…
within a 100-day period from the date of hiring.
due to a bona fide inability to do the work.
Employers must request the non-charging by contacting the Division of Employment Security.
As a result, the employer is not penalized for giving someone a chance at the job.
Reduces the federal tax liability of private-for-profit employers
For More Information or Questions:
Contact the Division of Employment Security
Employer Call Center at
This information is also available:

15. For More Information or Questions: Contact your NCWorks Career Center
Other Services
On the Job Training
Pathway for unemployed workers seeking employment and for employers seeking workers
Training by an employer provided to a paid participant while engaged in productive work
Training provides knowledge or skills essential to the full adequate performance of the job
Reimburses companies for up to 50% of the employee’s wages during the training period
To Qualify
The Job Applicant must be eligible Workforce Innovation and Opportunity Act (WIOA) participants who are assessed and found to be in need of, and suitable for training services in order to obtain or retain employment leading to self-sufficiency.
The Employer is assessed and factors such as working conditions, availability of health benefits, sustainable wage structure, turnover rates, adequate staff to carry out training, and whether the employer is in compliance with federal, state, and local laws, are considered.
Employment should be on-going and not temporary, probationary, or intermittent.
Recruit Talented Workers
Post positions in the NCWorks Job Bank
Space to conduct job interviews
Participate in Job Fairs
Up to date Labor Market facts and projections, such as wages
For More Information or Questions: Contact your NCWorks Career Center